• 디지털융복합연구
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• 제3권1호
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• pp.27-44
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• 2005

Nowadays, demand for human resource for the e-learning industry is rapidly increasing along with the expansion of e-learning market capacity. However. there are numerous difficulties in expansion and industrialization of e-learning due to insufficient supply of human resources to meet the demand. Therefore, the goal of this study is to present various policy directions that can supplement the supply or e-learning manpower. Overall contents of this study focus on presenting the long-term directions for fostering of human resources for e-learning industry. Among these, role of government policies for fostering of human resources for e-learning industry is being particularly emphasized because e-learning industry is still at its infant stage.

• International Journal of Computer Science & Network Security
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• 제23권6호
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• pp.13-16
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• 2023

This study aims to explore the status of e-learning in the public sector institutes of the Sukkur region in Pakistan. A survey was conducted to collect data from students and teachers regarding their awareness, access, and use of e-learning resources. The results showed that although there is a widespread use of the internet and mobile devices for accessing information, there is a lack of awareness and access to e-learning resources. Barriers to accessing e-learning content and a lack of familiarity with e-learning content development technologies were also identified. The study concludes that there is a need for improved e-learning facilities and curriculum in the public sector institutes of the Sukkur region in Pakistan. Recommendations are provided for developing a correctness-centered e-learning based curriculum that is tailored to the specific needs of the students in the region. It is hoped that the findings of this study will inform efforts to improve the teaching and learning process in the region and provide students with greater flexibility and access to study materials.

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2005년도 춘계학술대회
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• pp.571-589
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• 2005

Nowadays, demand for human resource for the e-learning industry is rapidly increasing along with the expansion of e-learning market capacity. However, there arc numerous difficulties in expansion and industrialization of e-learning due to insufficient supply of human resources to meet the demand. Therefore, the goal of this study is to present various policy measures that can supplement the supply of e-learn ing manpower. Overall contents of this study focus on presenting the long-term directions for fostering of human resources for e-learning industry. Among these, role of government policies for fostering of human resources for e-learning industry is being particularly emphasized because e-learning industry is still at its infant stage.

• 정보교육학회논문지
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• 제11권1호
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• pp.49-57
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• 2007

21세기 지식정보화사회에서의 교육패러다임은 단순한 지식습득교육에서 학습자 중심의 지식창출교육으로 전화되어 가고 있다. 이러한 변화에 가장 효과적, 효율적으로 대처할 수 있는 교육방법이 이러닝일 것이다. 본 연구는 부산지역 인력양성기관 70개소와 부산지역 이러닝 학습 유경험자 758명을 대상으로 하여 이러닝 교육기관의 운영실태와 학습자의 만족도를 조사함으로써 향후 학습환경 개선의 시사점을 찾고자 하였다. 먼저 이러닝 운영실태는 학습자 대상의 요구 및 직무분석 실시 여부, 프로그램 개발 시 현장전문가의 참여여부, 학습성취도 및 효과성 측정여부, 프로그램 중도탈락의 주된 원인, 이러닝을 위한 효과적 방안 등의 측면에서 조사가 이루어졌다. 그리고 이러닝 만족도는 가장 도움이 되었던 컨텐츠 분야, 컨텐츠의 내용 및 수준에 관한 의견, 교육비용에 관한 의견, 학습기간 및 학습관리에 관한 의견 등의 측면에서 조사하였다. 본 연구의 결과, 이러닝 운영 및 만족도 수준에서 상당한 긍정적인 인식을 발견할 수 있었지만, 대학(교)과 직업훈련기관(평생교육기관 포함)간의 운영중점의 차이, 50대 이상 연령층의 이러닝 환경에 대한 낮은 이해와 접근도 등에서 개선과제가 존재함을 발견할 수 있었다.

• 유통과학연구
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• 제16권7호
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• pp.67-75
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• 2018

Purpose - In the 21st century, as information technology advances alongside the emergence of the 4th generation, industrial age, industrial environment has become individualized and customized. It is important to hire good quality employees for good service in the industry. The e-learning market is growing every year. Although e-learning companies are finding better quality employees in e-learning, it is not easy to find it. Companies also spend a lot of time and cost to find employee. On the employees side, they want to get a job freely when they want, but they cannot find their job easily. Furthermore, the labor market environment is changing fast. In the 4th generation, industrial age, employers require to find manpower whenever they need and want at little cost. So of their own accord, we have considered the necessity of management of human resources for employees and employers in e-learning. The purpose of this study is to propose a human cloud platform framework for enabling an efficient management of human resources in e-learning industry. Research design, data, and methodology - To pinpoint the items of a human cloud platform framework, the study was initiated according to the following process. First, items of competency relating to e-learning instructional designer was analyzed. Second, based on the items of information from this analysis, selection and validity verification took place with 5 e-learning specialists group. Third, the opinion of experts who were in charge of hiring in e-learning companies were collated with the questionnaire. Lastly, the human cloud platform framework was proposed based on opinion results. Results - The framework was comprised of 7 domains and 27 items in order to develop the human cloud platform for e-learning instructional designer. The analysis results showed that the most highly considered item were 'skill (4.60)' that employee already have the capability. Following this (in order) were 'project type (4.56)', 'work competency (4.56)', and 'strength area of instructional design (4.52)'. Conclusions - The 27 items in the human cloud platform framework were suggested in this study. Following this, we can consider to develop the human cloud platform for finding a job and hiring e-learning instructional designer easily. For successful platform operation, we need to consider reliability between employer and employee. In addition, we need quality assurance system based on operation has public confidence.

• 농촌지도와개발
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• 제8권1호
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• pp.1-14
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• 2001

e-Learning has brought dramatic changes in education system for many companies in Korea. Many researchers and practitioners believe that e-Learning will be the main educational system for every companies in the world. e-Learning is an alternative education system, which includes computer based learning, web based learning, virtual classroom, and distance learning. e-learning has been expected to impact every educational sectors including Extension services. This study intends to identify and suggest some implications for successful e-Learning implementation of Extension education by investigating the successful factors of enterprises' e-Learning system, where outstanding results have be shown.

• 한국산학기술학회논문지
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• 제8권2호
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• pp.309-323
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• 2007

최근 급격히 확산된 광역 인프라를 기반으로 탄생된 e-Learning 은 학교에서의 교육혁신 및 사회에서의 인적자원개발을 위한 새로운 수단으로 각광받고 있을 뿐만 아니라 디지털 콘텐츠 산업의 주요 핵심으로 등장하게 되었다. 본 논문에서는 e-Learning 소프트웨어의 기반 기술의 특성을 분석하고 e-Learning 소프트웨어의 품질시험 및 평가를 위한 품질특성을 분석하여 e-Learning 소프트웨어 품질 평가모델을 개발하였다. 이를 위해 관련 국제 표준을 도입하여 e-Learning 소프트웨어에 대한 품질평가 체계를 확립하고 품질평가를 위한 평가모델을 개발하였다. 이를 통해, 품질평가를 효과적으로 수행하여 경쟁력 있는 e-Learning소프트웨어 제품의 개발을 촉진할 수 있을 것이라고 사료된다.

• International Journal of Computer Science & Network Security
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• 제21권1호
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• pp.125-136
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• 2021

The development of systems that can generate automatically instructional material is a challenging goal for the e-learning community. These systems pave the way towards large scale e-learning deployment as they produce instruction on-demand for users requesting to learn about any topic, anywhere and anytime. However, realizing such systems is possible with the availability of vast repositories of web information in different formats that can be searched, reused and integrated into information-rich environments for interactive learning. This paradigm of learning relieves instructors from the tedious authoring task, making them focusing more on the design and quality of instruction. This paper presents a mobile learning system (Mole) that supports the generation of instructional material in M-Learning (Mobile Learning) contexts, by reusing and integrating heterogeneous hypermedia web resources. Mole uses open hypermedia repositories to build a Learning Web and to generate learning objects including various hypermedia resources that are adapted to the user context. Learning is delivered through a nice graphical user interface allowing the user to navigate conveniently while building their own learning path. A test case scenario illustrating Mole is presented along with a system evaluation which shows that in 90% of the cases Mole was able to generate learning objects that are related to the user query.

• 산업공학
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• 제19권4호
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• pp.324-332
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• 2006

It is believed that each learner has a preferred method to acquire and manage knowledge according to her/his learning style which influences learning achievement directly. The purpose of this paper is to statistically analyze relationships among individual learning styles, tutoring functions, and learning achievement in an e-learning environment. 524 survey results from participants of enterprise e-learning classes are classified into total group and superior group. T-Test and ANOVA analyses are carried between learning style and learning achievement and between learning style and preferred tutoring functions. The analysis results show that individual learning styles do not contribute to learning achievement while they are strongly related to preferences for some of tutoring functions. These results can be used to identify limitation of current e-learning practice and design better e-learning systems, especially, supporting appropriate tutoring functions for different types of learners.

• 정보교육학회논문지
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• 제13권2호
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• pp.169-182
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• 2009

산업자원부(현(現), 지식경제부)와 한국전자거래진흥원에서 실시한 2005년도 e-Learning 산업의 실태조사에 의하면 61.1%의 기업이 평균 3.1명의 인력이 부족하다고 응답하였으며 직종별로 살펴보면 교수설계자가 부족하다는 응답은 32.8%로 가장 많았다. 늘어나는 산업규모에 대비하여 e-Learning 인력수급이 부족한 실정이며 이는 e-Learning 전문인력을 배출하고 양성하는 공급 구조가 변화되지 않는 현 상황에서는 해결이 어려운 문제이기도 하다. 따라서, 부족한 e-Learning 인력의 공급을 늘리는 한편 전문인력을 양성하기 위해서는 체계적인 e-Learning 전문 자격제도의 개발과 운영이 요구된다. 이에 본 연구에서는 가장 수요가 높은 교수설계자를 중심으로 기업 e-Learning 전문 인력 자격 종목 개발을 수행하였다. 연구결과로는 기업과 학교 및 관련 기관의 의견수렴과 전문가의 검토 등을 통하여 필요로 하는 전문 인력에 대한 규명과 이에 따른 자격 종목의 선정과 직무내용, 검정방법 및 출제기준 등을 제시하여 현장 활용도가 높은 자격 종목을 개발하였다.